University HRM Report: Strategic Human Resource Management Analysis

This report delves into the realm of strategic human resource management (SHRM), emphasizing its significance in achieving organizational goals through effective employee management. It contrasts SHRM with traditional HRM, highlighting the proactive approach and focus on aligning HR policies with business objectives. The report explores the importance of employee engagement, particularly focusing on the Aon Hewitt model and its emphasis on employee well-being and engagement. It also examines the Harvard model of HRM, analyzing its consideration of stakeholders like management, employees, government, and the community. The report highlights the critical role of HR in organizational success, discussing the need for organizations to prioritize employee needs and adopt models that foster positive employment relationships. It concludes by advocating for the Aon Hewitt model as a comprehensive approach to employee engagement, contrasting it with the limitations of the Harvard model and emphasizing the centrality of employee engagement to organizational success.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author note

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The idea of strategic human resource management is based on the basic understanding
that the effective management of the human resource, it is further based on the idea of
flexibility, innovation, and competitive advantage. The basic difference between the idea of
strategic human resource management and human resource management is level of proactive
management of the company goals and workforce. Another significant difference between the
strategic human resource management and human resource management is the way framing
of HR policies to direct their effort towards achieving the organisational goals. The scope of
SHRM is broader in relation to the HRM policies of the organization to help gain competitive
advantage in the market. The discussion is centred on the understanding of the competitive
advantage of the organization and the importance of employees’ management in achieving
the successful business endeavour. This report will also be focusing on the issue of
organizational management of the employee needs through the application of the HRM
models.
It is crucial to understand the fact organization get competitive advantage by
enhancing the percentage employee engagement and this is possible by including one of the
human resource management models within the organizational structure. According to the
Harvard model, the idea of employee needs within the organization is the effective
management of the needs of the employees by instilling positive attitude in work and
promoting commitment, satisfaction and engagement ( Beer et al., 2015). The role of the
human resource within the organizational context is extremely crucial in this regard since it is
the role of the HR deployments to enable the organization achieve the organizational goals.It
is important to consider some of the models of human resource management. According to
author, it is significant to consider the role of the shareholders in the effective management of
the organizational goals (Bourke et al., 2017). Companies can successfully enhance their
business strategy by incorporating this shareholders approach since they are an important

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pillar of the organizational success. In order to consider the most effective model of
organizational strategy, a reflection on the different models of HRM. According to Beer et al,
the Harvard model of HRM acknowledges the importance of the stakeholders in managing
multidimensional performance. It is highlighted that the role of the employees within the
context of the organization is crucial since the achievement of target are directly linked to the
role of the employees and their engagement. Some of the important shareholders of a
particular organization are management of the organizations, the employees’ group, the
government and the community (Beer et al., 2015). This is also highlighted that the role of
the employees is crucial in the effective management o policy decision, hence it can be
argued that the role of the shareholders are essential, however what is significant here is the
fact that the business management of the respective organization has an important role to play
since it is important to aware of the workforce they are working with. However there have
been substantial changes in the new models proposed by the author which mentions that it
has become crucial for the organization to re-think the notion of employee management. It is
necessary to develop a broader perspective on the issue pf employees and the role they
perform in order to it constitute one of the major operating costs of the organization (Guest,
2017) What is important for the organization in this respect is that the Harvard model has
certain inherent short-term and long-term consequences like the individual well-being of the
employees along with the organizational effectiveness. It is essential to consider the fact that
the role of the HR is key to the organizational survival and success (Graber, 2015). Beer et al.
differentiates between the models of Harvard and Michigan because the successful
achievement of the organizational outcomes is possible with the application of one of the
HRM model. What is interesting to note here is that for the organizational success, it is
important to acknowledged the role of the employees and it is essential to consider the fact
that the organizations should use of the models as their business strategy to meet the need of

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the employees as well as the need of the organization. In doing so, the organization must
focus on adopting the Aon Hewitt Employee engagement model where the employee
engagement is given utmost priority since the empowerment of the employees are crucial to
the organizational success. According to this model, it is important to consider the “stay”
approach of employee engagement. Hence it can be argued that the employee engagement
requires analytical framework (Aon.com, 2019).This framework would be focusing on the
through the application of this framework, it is benefiting for both of the individuals and the
organization. According to the Guest, it is essential for the organization to consider the
interest of the employees since the recent practices of the human resource management have
tended to put the issue of employee’s management as the secondary issue (Graber,
2015).However, the matter of concern is the widening gap of the well-being of the employees
and it is at this stage, the role of the analytical framework becomes crucial. This is based on
building the positive employment relationship. Hence it can be concluded from the above
discussion that samong all the HRM models, there are enough contradiction, it is essential to
consider the Aon Hewitt model which constitute a broader perspective of the issue of
employee engagement(Aon.com, 2019). It is also essential to consider the fact that the
Harvard model suffers from the disadvantage of viewing the employees as the economic men
and simplifies the human behaviour, it also believes in the monetary incentives as the sole
factor of employee’s motivation unlike the Hewitt model which focuses on the overall well-
being of the employee and consider them as the pillar of organizational success (Aon.com,
2019).
Therefore, it should be concluded that employee engagement is the key to the
organizational success, for effective implementation of the business strategy, it is necessary
to consider the important HRM models since it accepted that the role of the organization lies

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in fulfilment of the employee need as it is one of the key factors of organizational
management.

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References
Beer, M., Boselie, P., & Brewster, C. (2015) Back to the future: Implications of the multi-
stakeholder perspective proposed 30 years ago. Human Resource Management, 54:3,
pp. 427-438.
Bourke & Dillon (2017) Deloitte The diversity and inclusion revolution : Eight Powerful
Truths pages 82-95
Graber (2015) The Two Sides of Employee Engagement. Harvard Business Review
December.https://hbr.org/2015/12/the-two-sides-of-employee-engagement
Guest, D. (2017) Human resource management and employee well-being: towards a new
analytic framework Human Resource Management Journal, Vol 27, no 1, pages 22–
38.
AON Hewitt 2018 Global Trends in Employee Engagement Global Employee Engagement
Rebounds to Match Its All-Time High https://www.aon.com/2018-global-employee-
engagement-trends/index.html